本研究探討Y世代(1980-2000)學生的工作價值觀，以及工作價值觀影響其工作輪調認同程度，受到知覺主管支持是否影響員工對工作輪調認同程度，同時透過工作輪調認同程度進而去影響信任。本研究的研究方法採用問卷調查且研究對象為Y世代學生中大四以上與碩士班有過職場經驗的學生為研究的對象，其中職場經驗定義涵蓋實習、兼職與正職且最少需要有工作一個月的時間以上具備獨立或與團隊共同完成專案者，不限產業，不限位階，有效問卷共133份，結果顯示Y世代學生的工作價值觀以內在工作價值觀顯著，外在工作價值觀較不顯著，工作價值觀會正向影響其工作輪調認同程度，在知覺主管支持下不論內在或是外在工作價值觀的Y世代學生都會提升對於工作輪調的認同程度，而工作輪調認同程度也確實對於信任有正向影響，其中工作輪調認同程度對於組織信任以及同事信任無呈現正向影響，而對主管信任呈現正向影響。當把樣本進行分群，以實習與兼職為一群，正職為一群，其中實習與兼職的樣本對於組織信任以及同事信任呈現正向影響，正職樣本依然無呈現正向影響；再次把樣本進行分群，以大學部為一群，碩士生為一群，其中大學部樣本對於組織信任以及同事信任依然呈現無正向影響，碩士生的樣本對於組織信任以及同事信任及呈現正向影響。

The purpose of this study is to investigate Gen Y (1980-2000) work values, the acceptance of job rotation, perceived supervisory support and trust. The method of date collection is through online questionnaires. This article examines the type of Gen Y work values. The acceptance of job rotation has a positive correlation with Gen Y work values. The results indicate that the perceived supervisory support significantly strengthens the relationship between Gen Y work values and the acceptance of job rotation. The result reveals that Gen Y acceptance of job rotation has a positive correlation with trust.

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